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Internationalisation of Chinese enterprises: a comparative study of cross-border mergers and acquisitions
Ethical leadership in business: why it matters and how it is achieved
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Communicating beyond the information given can make the communicator’s attitudes toward a social group more extreme
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Climate change and adaptation in the Zimbabwean nature-based tourism industry
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Who is more willing to engage in social rejection? The roles of self-esteem, rejection sensitivity, and negative affect in social rejection decisions
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Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism
South Asian Journal of Human Resources Management, Ahead of Print.
This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.
This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.
Evaluating the Attitude of Employees from the Practice of Exclusive Talent Management: A Study of Hotel Employees in Delhi
South Asian Journal of Human Resources Management, Ahead of Print.
Understanding employees’ attitude towards the practice of exclusive talent management (ETM) has become increasingly important for ethical concerns. Despite its significant importance, this study is one of its kind, which first aims to examine the positive and negative attitude arising from the practice of ETM and also checks for the difference between the talented and non-talented employees. Based on social exchange and signalling theories, past studies have conceptually proposed that there may exist a difference in talented and non-talented employees because of their perception of justice and support, as this practice follows workforce discrimination in the organisation. Second, this article also aims to analyse how perceived justice and perceived support affect the attitude of employees towards ETM practices. Data was collected through the questionnaire method by applying convenience sampling technique, and responses of 735 employees were collected across 15 luxury hotels in New Delhi. Structural equation modelling and mediation analysis were conducted in AMOS to test various relationships. The findings suggest that ETM practices significantly affect both positive and negative attitude of employees. Also, talented employees perceive higher levels of positive attitude than non-talented employees, whereas no significant difference was found in their perception of negative attitude. Further, it was proposed that the differences in the attitude of the employees are because of their perception of justice and support towards ETM practices. It was found that perceived justice mediates the relationship of ETM with both positive and negative attitudes, but perceived support only mediates the relationship of ETM practices and the negative attitude.
Understanding employees’ attitude towards the practice of exclusive talent management (ETM) has become increasingly important for ethical concerns. Despite its significant importance, this study is one of its kind, which first aims to examine the positive and negative attitude arising from the practice of ETM and also checks for the difference between the talented and non-talented employees. Based on social exchange and signalling theories, past studies have conceptually proposed that there may exist a difference in talented and non-talented employees because of their perception of justice and support, as this practice follows workforce discrimination in the organisation. Second, this article also aims to analyse how perceived justice and perceived support affect the attitude of employees towards ETM practices. Data was collected through the questionnaire method by applying convenience sampling technique, and responses of 735 employees were collected across 15 luxury hotels in New Delhi. Structural equation modelling and mediation analysis were conducted in AMOS to test various relationships. The findings suggest that ETM practices significantly affect both positive and negative attitude of employees. Also, talented employees perceive higher levels of positive attitude than non-talented employees, whereas no significant difference was found in their perception of negative attitude. Further, it was proposed that the differences in the attitude of the employees are because of their perception of justice and support towards ETM practices. It was found that perceived justice mediates the relationship of ETM with both positive and negative attitudes, but perceived support only mediates the relationship of ETM practices and the negative attitude.
Workplaces during the COVID-19 pandemic and beyond: insights from strategic human resource management in Mainland China
Research methods for a fragile world: A personal reflection and actionable recommendations
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
There remains a dearth of knowledge on research approaches and methodologies that are well-suited for contexts of violence and fragility, specifically in management research. Well-intentioned researchers often fall into the same traps over and over again, where objectification, silencing of voices, and violence normalization may prevail ( Abdelnour and Abu Moghli, 2021), leading to inadvertently causing harm and perpetuating damaging power dynamics and stereotypes. In this piece, I reflect upon my autobiographical research journey and practical experiences to provide concrete examples and recommendations to other fellow scholars that may enable them to enhance the value of research in fragile environments for all those involved, particularly those most in need. I conclude with a simple guideline for research design, data acquisition, and result dissemination, that may serve as a reference and starting point when embarking on such endeavors.
There remains a dearth of knowledge on research approaches and methodologies that are well-suited for contexts of violence and fragility, specifically in management research. Well-intentioned researchers often fall into the same traps over and over again, where objectification, silencing of voices, and violence normalization may prevail ( Abdelnour and Abu Moghli, 2021), leading to inadvertently causing harm and perpetuating damaging power dynamics and stereotypes. In this piece, I reflect upon my autobiographical research journey and practical experiences to provide concrete examples and recommendations to other fellow scholars that may enable them to enhance the value of research in fragile environments for all those involved, particularly those most in need. I conclude with a simple guideline for research design, data acquisition, and result dissemination, that may serve as a reference and starting point when embarking on such endeavors.